Human resource assessment

ABSTRACT

Methods, devices, and systems are provided for human resource assessment. A resource planning device includes a processor, a memory, and a user interface coupled to one another. The device includes program instructions storable in the memory and executable by the processor to present, in a selectable configuration, organization specific human resource content after processing according to a selectable set of business rules. The selectable set of business rules are process neutral, brand neutral, and assessment neutral between various organizations. The device can track input to the organization specific content and analyze the input.

CROSS REFERENCE TO RELATED APPLICATIONS

This application is a Continuation-In-Part of U.S. application Ser. No.10/892,416, filed Jul. 15, 2004, the specification of which is hereinincorporated by reference.

INTRODUCTION

Successful organizations understand the cost and upside of acquiring,growing, and retaining their most talented employees and candidates andthe benefits of effective management of their human and other resources.A recent study estimates that the market for talent/resource managementtechnology will exceed $10 billion in the next five years. In a time offrugal investments in technology, this number is staggering.

For example, when businesses face challenges of growing top linerevenue, enhancing productivity, and reducing costs, they look to obtainthe highest level of productivity from their employees. This involvesdata to support effective decisions and the ability to deploy strategiesthat increase the return on human capital.

While systems from major software vendors such as Peoplesoft and SAPfocus on the operational aspects of recruiting, promoting, anddeveloping such talent, these systems do not fully address quantitativeinformation on human capital.

BRIEF DESCRIPTION OF THE DRAWINGS

FIG. 1 is an illustration of a system embodiment according to theteachings of the present invention.

FIG. 2 is another illustration of a system embodiment according to theteachings of the present invention.

FIG. 3A is a block diagram representing examples of informationavailable to the system and exemplary system functions.

FIG. 3B illustrates an embodiment of an organizational competencystructure.

FIG. 3C illustrates another embodiment of an organization competencystructure.

FIG. 4 is a block diagram representing an assessment process embodiment.

FIG. 5 illustrates a flow chart diagram for an embodiment of aparticipant process.

FIG. 6 is a block diagram representing an approver process setupembodiment.

FIG. 7 is a block diagram representing a rater survey processembodiment.

FIG. 8 is a block diagram representing a reporting process embodiment.

FIG. 9 is a block diagram representing a follow up process embodiment.

FIG. 10 is an example of a assessment for measuring an individual'scompetency in a particular area.

FIG. 11 is another example of a assessment for measuring an individual'scompetency in a particular area.

FIG. 12 is a block diagram representing an exemplary corporateorganizational chart.

FIG. 13 is an example of scoring results provided by an embodiment ofthe present invention.

FIGS. 14A and 14B are another example of scoring results provided by anembodiment of the present invention.

FIG. 15 is another example of scoring results provided by an embodimentof the present invention.

FIG. 16 is an example of a portion of a report provided by an embodimentof the present invention.

FIG. 17 is another example of a portion of a report provided by anembodiment of the present invention.

FIG. 18 is another example of a portion of a report provided by anembodiment of the present invention.

FIG. 19 is an illustration of a method embodiment.

FIG. 20 is an illustration of another method embodiment.

DETAILED DESCRIPTION

Embodiments of the present invention include methods, systems, anddevices for resource management. For example, a number of embodimentsprovide resource management solutions for use in the field of humanresources. As used herein, human resources is intended to mean thepeople who make up the work force within an organization, e.g., acorporation whether for profit or not-for-profit. And, as used herein,human capital are intended to mean the skills, qualifications, talents,and knowledge of human resources, whether employees or owners in anorganization.

Human resources include executives, regional or business unit heads,store managers, and direct reports/subordinates, among others. Humanresources can possess a range of skills and requisite qualifications insuch groups (business roles) as top executives, knowledge workers,middle management, skilled workers, less-skilled workers, andbureaucrats.

Similarly, organizations can be grouped in a number of classes such ascomplex services, simple services, complex distribution, complexnetworks, complex production, simple production, government, andnonprofit, among others. One of ordinary skill in the art willappreciate that adroit management of small variations in the preferencesand skills of individual human resources and/or groups of humanresources can make a marked difference in their productivity and theorganization's earnings. This is essentially matching the right personto the right job at the right time.

In various embodiments, a system can receive information or allow accessto the system from a number of remote devices. The information receivedcan, for example, be employee data from an employer's database. Accessto a system, such as from a remote device, can allow a user to set up aclient account, fill out a survey, edit employee data, and other suchfunctions, for example.

FIG. 1 is an illustration of a system embodiment, including a number ofdevice embodiments, according to the teachings of the present invention.The system embodiment shown in FIG. 1 includes a networked system 100.Various embodiments of the present invention include a resource planningdevice. For example, the embodiment shown in FIG. 1 includes a server102 as the resource planning device.

Although the term server is used herein, embodiments of the inventionare not limited to implementation on such a device and variousembodiments can be stand alone devices or systems including a number ofdevices. It is intended that in embodiments using a server, the server102 can be provided by any suitable type of computing device, such aspersonal computers, mainframes, and the like.

Server 102, shown in FIG. 1, includes a processor 105 coupled to amemory 107. Processor 105 and memory 107 can include any type ofprocessor and memory in the art of computing and the various embodimentsare not limited to where within a device or system a set of computerinstructions reside for use in implementing the various embodiments ofinvention.

Memory can, for example, include Non-Volatile (NV) memory (e.g. Flashmemory), RAM, ROM, magnetic media, and optically read media and includessuch physical formats as memory cards, memory sticks, memory keys, CDs,DVDs, hard disks, and floppy disks, to name a few. Memory can include aDirect Access Storage Device (DASD) or be located on another peripheraldevice that is accessible over a network. One of ordinary skill in theart will appreciate for reading this disclosure that such memory caninclude data stores, application programs (e.g., computer executableinstructions), and the like.

In various embodiments, the server 102 can be connected to a number ofadditional devices 104-1, 104-2, . . . , 104-M, such as remote computingdevices. Alphabetical designators “M-Y” as used herein are intended torepresent any number of additional devices, components, or entitiesbeing discussed. The various designators can represent any value whetheror not the value is the same as a value represented by anotherdesignator. As stated above, the additional devices 104-1, 104-2, . . ., 104-M can be used to allow access to a system or to send informationto the system.

Each remote device 104-1, 104-2, . . . , 104-M can include processor101, memory 102, and display 111 capabilities. The display 111 can beincluded to provide feedback to a user and can include any of varioustypes of computing device displays.

The server 102 and/or remote devices 104-1, 104-2, . . . , 104-M arecapable of including application programs (e.g., computer executableinstructions) to cause a server 102 or other device 104-1, 104-2, . . ., 104-M to perform particular functions as described in more detailbelow.

As shown in the embodiment of FIG. 1, devices 104-1, 104-2, . . . ,104-M can couple to the server 102 through a first security layer 109-1,or secure data network 109-1. In this way, security can be provided tothe system, however the embodiments of the present invention are notlimited to use of a security layer.

Additionally, devices 104-1, 104-2, . . . , 104-M can couple to theserver 102, such as over various types of networks. For example, thedevices 104-1, 104-2, . . . , 104-M can be coupled to the server 102over a local area network (LAN), e.g. an Ethernet network. The devices104-1, 104-2, . . . , 104-M can also couple to the server 102 over awide area network (WAN), over the public switched telephone network(PSTN), and/or the Internet using transmission control protocol/Internetprotocol (TCP/IP).

Networks, as used herein, can include wireless networks as can beaccessed by desktop devices, laptop devices, mainframe devices, cellphones, multifunction devices (PDAs), and the like. Wireless networkscan include Global System for Mobile communications (GSM) networks,American National Standards Institute (ANSI) networks, Public WirelessLocal Area Networks (PWLANs) including Wi-Fi, among others. Thus,devices described herein can be coupled in either direct hardwiredfashion, e.g. using copper, coaxial cable, optical fiber connections,and hybrid fiber-coax connection, and/or indirectly in a wirelessfashion using remote electromagnetic signal transmission in the radio ormicrowave frequencies, e.g., RF.

The embodiment shown in FIG. 1 illustrates that the above describedcomponents can couple to additional servers and systems, 106-1, 106-2, .. . , 106-N, over a network as the same has been described above. Suchadditional servers and systems, 106-1, 106-2, . . . , 106-N, can bemaintained by other organizations, or entities. The additional serversand systems, 106-1, 106-2, . . . , 106-N, can include core data storesaccessible by the server 102 according to definable access rights. Theadditional servers and systems, 106-1, 106-2, . . . , 106-N, can includedatabases and executable instructions and/or application programs tooperate on data and can possess processing and routing capabilities overa PSTN or other network as described above.

The additional servers and systems, 106-1, 106-2, . . . , 106-N, caninclude proprietary databases, data modules, and software systemsmaintained by a third party or the like. As shown, the additionalservers and systems, 106-1, 106-2, . . . , 106-N, can be coupled to theserver 102 through a second security layer 109-2, or secure data network109-2 such that data from the additional servers and systems, 106-1,106-2, . . . , 106-N, can be securely exchanged with the server 102.

The server 102, the number of remote devices 104-1, 104-2, . . . ,104-M, and the additional servers and systems, 106-1, 106-2, . . . ,106-N, can all include one or more computer readable mediums havingcomputer executable instructions. As mentioned above, these computerreadable mediums can include devices such as a disk drive for readingdata storage media, e.g. a compact disc, and/or computer readable mediumsuch as random access memory (RAM) and read only memory (ROM),non-volatile, optical, or any other type of memory storage medium.

FIG. 2 is another illustration of a system embodiment according to theteachings of the present invention. The embodiment of FIG. 2,illustrates a resource planning device 220 coupled to a networkinterface 219. The resource planning device 220 can include a server,such as server 102 and/or additional servers 106-1, . . . , 106-N asillustrated in FIG. 1, having processor, memory, and user interfaceresources as described above. Network interface 219 can include a numberof suitable wireless and hardwired network interfaces such as the LANs,WANs, PSTNs, Internet, GSM, ANSIs, and/or PWLANs including Wi-Fi, asdescribed above. As shown in the embodiment of FIG. 2, the resourceplanning device 220 can include application programs 221 and variousdata stores 222 and be coupled to the network interface 219 through afire wall 223, as the same are known and understood by one of ordinaryskill in the art, for security purposes.

As illustrated and discussed in further detail in connection with FIG.3, the resource planning device 220 includes one or more program modulesassociated with application programs 221 and/or data 222. According tovarious embodiments the application programs 221 and modules includeprogram instructions storable in the memory and executable by theprocessor to present, in a selectable configuration, organizationspecific human resource content after processing according to aselectably configurable set of logic. According to various embodiments,and as discussed in more detail below, the application programs 221 andmodules include program instructions storable in the memory andexecutable by the processor to track input to the organization specificcontent and analyze the input.

As illustrated and discussed in further detail in connection with FIG.3, the selectably configurable set of logic can be included as a set ofinstructions in a configuration module. As one of ordinary skill in theart will appreciate upon reading this disclosure, the logic isselectably configured based on input to a system resource planningdevice 220 in order to establish business rules with a number ofdifferent organizations. And, as one of ordinary skill in the art willappreciate upon reading this disclosure selectably configurable set oflogic used to establish such business rules are organization processneutral, organization branding neutral, and assessment content neutral.As used herein, business process neutral is intended to mean ameasurement initiative that is a defined set of business rules can beexecuted independent of a manner in which an organization defines itsbusiness roles and resource assessment. As used herein, brand neutral isintended to mean that the defined set of business rules can be executedwith a graphical user interface presentation which is selectable at anorganization by organization level which incorporates a particularorganization's branding. As used herein, assessment neutral is intendedto mean that the defined set of business rules can be executedindependent of assessment content used by a given organization, whetherprovided by a third party (e.g., consulting industrial andorganizational psychologists) or created internal to the organization.

As will be explained in more detail below, various application programembodiments include instructions which can be executed by the processorto create an organization specific competency model and an organizationspecific perspective set associated with resource assessment. In otherwords, a user of the system resource planning device 220 can effectivelyturn “on” and “off” switches on an organization by organization basis totailor the system resource planning device 220 to a particular set ofinteraction as suited to that organization.

As used herein, the organization specific competency model can, forexample, include competency criteria selected from the group of:communication skills; leadership skills; decision making skills;initiative skills; and people skills. The organization specificperspective set includes a human resource perspective selected from thegroup of: a subordinate level employee; a peer level employee; adivision management employee; and an executive management employee.Embodiments, however, are not limited to these examples. In variousembodiments, the program instructions can be executed by the processor,in conjunction with the defined set of business rules, to change anomenclature associated with a human resource perspective.

Program embodiments include instructions which can be executed by theprocessor to create a number of subsets to each of the competencycriteria including, for example, subsets to the leadership skillsselected from the group of: achievement; dependability; teamwork; andintellect. Again, however, the embodiments are not limited to theseexample subsets. Further, program embodiments include instructions whichcan be executed by the processor to create a battery of userconfigurable questions associated with various competency criteria andpresentable in a format selected from the group of single and multipleresponse scales. The selectably configurable logic used to establish aparticular set of business rules for a given organization can operate onuser input to force a scoring distribution among question responseswithin the competency criteria as part of a validation process.

Program embodiments include instructions which can be executed by theprocessor to operate on participant response input/data and tocategorize response input by competency criteria, business units, andbusiness regions, for example, among other categories. One of ordinaryskill in the art will appreciate upon reading this disclosure that theembodiments are not limited to these example categories. Programembodiments include instructions which can be executed by the processorto construct a human resource assessment configured at an organizationspecific level or from third party provided assessment content. This caninclude third party assessment content created by industrial andorganizational psychologists, as the same are known and understood inthe art.

In the embodiment of FIG. 2 a third party contributor (TPC) block isillustrated as 213. The TPC 213 can include a remote device or remoteclient, shown as 104-1, 104-2, . . . , 104-M, and/or can include aserver, such as servers 106-1, 106-2, . . . , 106-N, in FIG. 1. As shownin the embodiment of FIG. 2 the TPC 213 can be coupled to the humanresource planning device 220 via a network interface 219 as the same hasbeen described above. The TPC 213 can be used to provide third partycontent into the various embodiments of the invention. In an embodiment,such as that shown in FIG. 2, the TPC 213 can be used to supply 212 andretrieve 214 (e.g., generally exchange for updates, modifications orotherwise) third party content such as assessments in the form ofparticular industry, e.g., standardized tests 216, evaluations 217, andcomparative data 218, into a database and/or data repository, showngenerally as 215, which can also be coupled to the human resourceplanning device 220 via a network interface 219. Such third partycontent can be used in data collection and analysis for human resourceplanning within the embodiments of the present invention.

That is, this information can be used to add additional content to thevarious embodiments of the present invention and such assessmentinformation can be used in place of and/or in complement to (e.g.,incorporated into) the proprietary assessment content of a particularorganization. By way of example and not by way of limitation,comparative data 218 can be used to compare the performance of aparticular individual against the performance data available for othersimilarly situated individuals at other companies or with performancedata available regarding an organizations individuals generally. Thatis, as mentioned above, assessment information on a particularindividual can be compared with that individual's own assessmentinformation over time as well as against similarly situated individualswithin a particular organization. According to various embodiments theabove third party content, e.g., in the form of one or more standardizedtests and/or evaluations, can be used in assessing an individual'sperformance, action planning, and/or organization management, as one ofordinary skill in the art will appreciate upon reading this disclosure.In various embodiments, the third party content assessment information,e.g., surveys, tests, and/or evaluations can be included and analyzedwithin the system resource planning device 220 itself, and/or the datacollection results of various assessments can be shared outside of thesystem resource planning device 220 with the TPC 213.

The embodiment shown in FIG. 2 also illustrates that a number of clients(e.g., particular organizations) 224-1 to 224-P, individuals (e.g.,employees of one or more particular organizations) 225-1 to 225-Q, andsystem users (e.g., system administrative users and the like) 226-1 to226-R can connect to the resource planning device 220 through a networkinterface 219, as the same have been described herein. In variousembodiments, particular organizations 224-1 to 224-P, individuals 225-1to 225-Q, and users 226-1 to 226-R can use remote devices, such asremote devices 104-1, 104-2, . . . , 104-M shown in FIG. 1, to input andretrieve (e.g., exchange) information with the system resource planningdevice 220 through the network interface 219. As one of ordinary skillin the art will appreciate, in some scenarios, the individuals withinand organization will only indirectly access or interface the systemplanning device 220 through a given organization's intranet (e.g.,enterprise network) which in turn may be connected to the systemresource planning device 220 through the network interface 219. As oneof ordinary skill in the art will appreciate upon reading thisdisclosure, organizations, individuals, and users access the systemresource planning device 220 at a variety of levels and for a variety ofreasons. As will be explained in more detail below, these variousparties may access the system resource planning device 220 for input andretrieving information connected with surveys, testing, multi-rater(e.g., 360 degree feedbacks), etc. Likewise, access can be for purposesof inputting and/or modifying organization competency models,configuring assessment structures, etc., among other purposes. Theembodiments are not limited to these examples.

As one of ordinary skill in the art will appreciate upon reading thisdisclosure, program embodiments associated with system 220 can be addedin complement from other host sources, e.g., connected as part of a LANor WAN, or otherwise, or entirely managed within the system resourceplanning device 220 acting as an application service provider (ASP).Thus, in various embodiments program instructions can be hosted entirelyon the system resource planning device 220, shared with other thirdparty host devices, e.g., additional server systems 106-1, . . . , 106-N(shown in FIG. 1) coupled over the PSTN, Internet or otherwise, and/orhosted entirely on a separate entity's system and can be managed by thesystem planning device 220 through a network interface 219. Embodimentsof the invention are not so limited.

The embodiment of FIG. 2 illustrates application programs 221 forreceiving organization, individual, and/or user information and capableof executing instructions to analyzing such information. Althoughapplication programs 221 can reside on a server such as server 102and/or servers 106-1, . . . , 106-N as described in connection with FIG.1, the embodiments described herein are not limited to a servercomputing environment. As shown in FIG. 2, the application programs 221can interface with one or many data stores 222, e.g. data servers,enterprise level databases, and the like. Embodiments, however, are notlimited to these examples or to any particular operating and/or networkenvironment or server configuration. The description included herein isprovided for purposes of illustration.

As one of ordinary skill in the art will appreciate upon reading thisdisclosure, data stores 222 can have restricted access to allow accessonly to authorized individuals, e.g., authorized administrative users,etc. For example, a server can include a data store that can include anumber of separate partitions to store data and programs for differentsubsidiaries, job classes, or job types, geographical locations,employee types, and the like. A server can also include a data storethat can include a number of separate partitions to store data andprograms for each selectably configured set of business rule accordingto the program embodiments described herein. As described in more detailbelow, the selectably configured business rules can include establishingformatting, branding usage, assessment content and assessment contenthandling rules, and the like. Any number of computing devices, such asservers; application programs; and/or data can be distributed as part ofthe system resource planning device 220 embodiments described herein.

The program embodiments described herein further include instructionswhich can be executed by the processor to normalize the input/data to aparticular organization's specific content. Program embodiments includeinstructions which can be executed by the processor to compare the inputto the organization specific content to previous input/data by aparticular individual and/or across groups within a particularorganization. As mentioned above, program embodiments includeinstructions which can be executed by the processor to compare theinput/data to the organization specific content to previous input by agiven individual and/or group of individuals, e.g. VPs, business units,etc., and/or across candidates for positions/openings. And further,program embodiments include instructions which can be executed by theprocessor to allow a particular organization to change a configurationin which their organization specific content is presented.

FIG. 3 is a block diagram representing examples of program modules andbusiness processes according to various embodiments of the systemresource planning device, shown as 220 in FIG. 2. The embodiment shownin FIG. 3 includes a server 320 having one or more program modules,grouped collectively as 327, which are interfaced with a configurationmodules 328 to implement various business processes, shown as 329. Asused herein business processes and business competencies generally referto a given organization's competency structure and terminology employedto fulfill the particular organization's business objectives.

In the embodiment shown in FIG. 3, the system resource planning device220 (hereinafter referred to as “system” for brevity) includes severalprogram modules illustrated within block 327. The exemplary modulesprovided include, but are not limited to: a participant load module330-1, an enrollment module 330-2, a data collection module 330-3, afollow up module 330-4, a reporting module 330-5, a used defined module330-6, a status and administration module 330-7, an action plan module330-8, a communications and notifications module 330-9, a selectionmodule 330-10, and a corporate identity and branding module 330-S.

According to the various embodiments, the participant load module 330-1includes a set of instructions which can be executed by a processor toload a client (e.g., organization) provided file of personnelinformation in to the system. The participant loading module 330-1includes a set of instructions which can be stored in memory andexecuted by the processor to import participant data from a particularorganization's enterprise database. That is, the program instructionscan be executed to interact with and retrieve appropriate human resourcedata and associated human capital data from another database. The set ofinstructions can be executed to do so regardless of the particularplatform, e.g., hardware, software, firmware, operating system, etc.,used by the organization's enterprise database. In various embodimentsthe participant loading module 330-1 executes instructions to receiveflat data files, XML (extended markup language) files, and the like,e.g., multiple different inputs, including personnel information.Embodiments, however, are not limited to these examples.

As one of ordinary skill in the art will appreciate upon reading thisdisclosure, a particular organization's enterprise database can includea commercial and/or proprietary set of hardware, software, and/orfirmware for providing an organization with enterprise resourcemanagement (ERM) capabilities and/or customer relationship management(CRM) capabilities. Examples of known commercial companies which providesuch programs include SAP, Oracle, PeopleSoft, and Siebel Systems.

The participant load module 330-1 includes instructions to map clientprovided data into the system. That is, the participant load module330-1 can execute instructions to interpret where within the systemparticular data in the personnel information belongs. For example, oneorganization's personnel information may include region data and anotherorganization's personnel information may include division data, or both.The participant load module 330-1 can accordingly execute instructionsto place these particular, albeit different, data pieces in anappropriate location within a data store associated with the system'sresource planning device for respective organizations.

The participant load module 330-1 includes instructions to updateparticipant information from the client provided file, e.g., can executeinstructions to determine what data is relevant from a variety ofsources and time frames per a given business competency and/or businessprocess, as the same will be appreciated by one of ordinary skill in theart. The participant load module 330-1 includes instructions to match aparticipant list from the client provided file to existing participantsin the system. For example, the participant load module 330-1 canexecute instructions to locate an individual by an employee id, socialsecurity number, last name and birth date, email, and/or other keyidentifiers. Embodiments, however, are not limited to these examples.Thus, in various embodiments the participant load module 330-1 canexecute instructions to allow a system user to resolve conflicts frommatching the participant list to the existing participants and tointelligently provide one or more resolution options based onparticipant history, e.g., when participant information was loaded in aprevious month. Examples of providing one or more resolution optionsinclude, but are not limited to, an ignore option, a cancel option, amove option, and a leave option, as the same will be appreciated by oneof ordinary skill in the art upon reading this disclosure. Theparticipant load module 330-1 is further able to execute instructions toprovide summary and detailed view of registered participant forconfirmation.

The enrollment module 330-2 shown in the embodiment of FIG. 3 includesinstructions which can execute to identify who within an organizationwill participate in a given assessment, whether an opinion program,appraisal program, exit interview, resource optimization, multi-raterfeedback, etc. By way of example and not by way of limitation, theenrollment module 330-2 executes instructions to provide a process forselecting a number of individuals that will be completing surveys foruse in a resource assessment project. As one of ordinary skill in theart will appreciate upon reading this disclosure, the enrollment module330-2 can execute instructions which provide the ability to import listsof participants, participant personal information, or have theinformation entered by a user, such as the participant or anadministrator themselves, among other techniques.

The data collection module 330-3 shown in the embodiment of FIG. 3includes instructions which can execute to perform data capture, e.g.,to collect the input and responses of various participants to variousassessments. By way of example and not by way of limitation, the datacollection module 330-3 includes logic which executes instructions tocollecting survey data. Examples of survey formatting and datacollection are illustrated and discussed in more detail in connectionwith FIGS. 10 and 11.

The communications and notifications module 330-4 shown in theembodiment of FIG. 3 includes instructions which can execute tofacilitate sending and receiving communications and notificationsbetween assessment participants and users, e.g., administrators ofparticular assessments. Examples of communications and notificationsthat can be facilitated by the communications and notifications module330-9 are shown and described in FIGS. 4-9. Further the communicationsand notifications module 330-9 can execute instructions to performfollow ups with various participants in various assessments and topresent the results and/or to provide a follow-up assessment to aparticular participant, as the same will be understood from examplesgiven below. An example of a follow up process that can be facilitatedis shown and described with respect to FIG. 8.

The reporting module 330-5 shown in the embodiment of FIG. 3 includesinstructions which can execute to allow participants to request feedbackreports upon receiving a particular number of responses. In the variousembodiments, in conjunction with a organization specific, selectableconfiguration (discussed more in detail with the “user defined” module)input can be provided to the reporting module 330-5 program instructionsto determine or establish a particular number of responses required froma participant before the participant can request a given feedbackreport. In the various embodiments, the reporting module 330-5 includesinstructions which can execute to allow defined users (e.g., definedbased on input) to request reports for selected participants and groupsof participants. Upon such a report request, the reporting module 330-5can execute instructions to automatically queue up reports forproduction, as the same will be known and understood by one of ordinaryskill in the art. Further, when running queued reports, the reportingmodule 330-5 can execute instructions to automatically extract relevantdata for reports based on configurable report data rules (e.g., asdefinable in conjunction with the “user defined” module). In the variousembodiments, the relevant data can come from multiple assessments frommultiple time periods.

The user defined module 330-6 shown in the embodiment of FIG. 3 includesinstructions which can execute to load client (e.g., organization)specific content, including business processes content in the form ofvarious business factors, competency criteria (including particularcompetency structures and terminology as illustrated more in connectionwith FIGS. 3B and 3C), associated proprietary or relevant third partyassessments, and other organization business items of the like (e.g.,corporate branding, promotion, and identity pieces). As one of ordinaryskill in the art will appreciate upon reading this disclosure, there canbe hundreds of selectable business factors, competency criteria,assessments and the like for a given organization to choose from, andfrom which at any given time an organization may select to implement aspart of their business model. As such, according to the variousembodiments, the user defined module 330-6 includes instructions whichcan execute to manage changes (e.g., versioning) to a givenorganization's business process content over time.

The user defined module 330-6 can execute instructions to leverageorganizational content in various manners. For example, the user definedmodule 330-6 can execute instructions to build assessments forparticular populations, e.g. job groups. Further, the user definedmodule 330-6 can execute instructions to reuse assessment structuresacross different areas in the organization. For example, an assessmentstructure including competency criteria in relating to a store managerlevel position in a given organization may have applicability for whichthe organization leverages, e.g., implements portions of, thisassessment structure in department level positions. That is, anorganization can use the user definable module 330-6 to executeinstructions to build a self leadership assessment structure which itthen uses both at a store manager level and a department level.

As one of ordinary skill in the art will appreciate upon reading thisdisclosure, the user defined module 330-6 can execute instructions in anorganization specific, selectable configuration, to provide a userinterface for initiating and defining new assessments. Additionally, theuser defined module 330-6 can execute instructions to allow users tocustomize text associated with particular assessments. For example, theuser defined module 330-6 can execute instructions in formattingsurveys, including question types, content of questions, etc., to createopen ended comment questions such as “What are this individual's threegreatest strengths?” or “Have you seen any improvement in thisindividual's leadership skills?” or “In what ways has this individualevidenced their capabilities for thought leadership?” Embodiments,however, are not limited to these examples.

As one of ordinary skill in the art will appreciate upon reading thisdisclosure, the user defined module 330-6 can execute instructions in anorganization specific, selectable configuration, to provide a userinterface for self-authoring content. This can include, but is notlimited to, the ability of an organization to expand a competency model,e.g., by adding a new competency criteria to the competency model.

One of ordinary skill in the art will appreciate upon reading thisdisclosure that the user defined module 330-6 includes and can executeinstructions to create various assessments, including appraisalassessments, resource optimization assessments, multi-rater assessment,etc., for various different populations within various differentorganizations, each having different business processes. The userdefined module can also execute instructions to build assessments forcertain selected groups or populations within an organization. Forexample, a user defined module can allow an organization to specify amenu to a participant, such that the participant can select from only aspecific list of choices/responses, e.g., from a list of departments,divisions, regions, employment roles, or other demographic distinctions,etc. This allows a user to monitor and compare how various segments ofpopulations respond to certain assessments or assessment content. Anorganization can upload a file, e.g. a spreadsheet, containing the listof the specific allowable responses. The spreadsheet can be updatable,allowing an organization to alter the list of allowable responses, i.e.,organization specific terms for employee positions, departments,divisions, etc.

One of ordinary skill in the art will appreciate upon reading thisdisclosure that the user defined module 330-6 includes and can executeinstructions to allow for the ability to compare existing models andhighlight overlap between models. As previously mentioned, anorganization may have several competency models, e.g., separate modelsfor executives, managers, supervisors, or other role specific competencymodels. The user defined module can also execute instructions to allow auser to self-author content and to add new competency criteria to acompetency model. The self-authored content, i.e., the new competencycriteria can then be implemented using the data collection module 330-3,scoring module 330-9, and reporting module 330-5. A user can add thesame new competency criteria to more than one competency model. A usercan then compare overlap between various competency models. Comparingcompetency models within an organization can be used for successionplanning, for example. That is, the comparison can be used to determineareas in which an individual could improve in order to be successful asa supervisor, manager, executive, etc.

As one will appreciate from reading further herein, the user definedmodule 330-6 can execute instructions (based on individual organizationinput) to create unique formatting. For example, the user defined module330-6 can receive input and execute instructions to allow a user toidentify what formatting features to use when creating a new survey orreport and reuse and reapply that formatting to enable the surveys andreports to have a similar style and feel to that of those previouslycreated. As used herein, formatting of surveys can include creating andarranging the questions, answers, rating scales, information to beprovided on the page with the questions, such as instructions symbol orcolor reference keys, etc. As another example, the user defined modulecan execute instruction based on specific organization input todetermine the kinds of information to be provided in executinginstruction on the reporting module 330-5, e.g., can define whatinformation is to be used in a particular type of report, can define howthe information is to be presented, such as in text, in an chart orgraph, and can define what the chart or graph will look like (e.g., bar,pie, line, histogram, etc.).

Thus, features for both the data collection module 330-3 and thereporting module 330-5 can be user defined. As will be explained in moredetail below, the user defined module 330-6 executes instructions inconjunction with a configuration module, shown at block 328, such thatbusiness processes, content, and formatting can be achieved at anorganization by organization basis using a single resource planningdevice system.

The status and administration module 330-7 shown in the embodiment ofFIG. 3 can execute instructions to allow a user of the system toidentify the status of an assessment for a particular individual and/orgroup of individuals. By way of example and not by way of limitation,and will be illustrated in more detail in the Figures which follow, thestatus and administration module can execute instructions to sendnotices to assessment participants. Additionally, the status andadministration module 330-7 can execute instructions which define thesteps necessary to fulfill a survey, a scoring function, and/or areporting function of the embodiments of the present invention. Forexample, the status and administration module 330-7 can executeinstructions to allow a participant to follow certain user input definedsteps to complete an assessment or a reporting function. That is, thestatus and administration module 330-7 can execute instructions whichrequire that before a report can be generated raters and/or approvers(as discussed below) have to be identified and approved, and/or adefined number of surveys have to be taken. However, embodiments of theinvention are not limited to these examples.

The action plan module 330-8 shown in the embodiment of FIG. 3 canexecute instructions to associate particular goals of an individual,group, and organization with an organization's business processes,including competency models, to identify training needs. The action planmodule 330-8 can execute instructions to recommend particular tasks byintegrating a human resource scoring capability in the scoring module(discussed in more detail below) with the organization's competencymodels. For example, the action plan module 330-8 can executeinstructions to initiate another assessment for a particular individual,e.g., another multi-rater assessment. The action plan module 330-8 canexecute instructions to allow a user to make recommended tasksactionable by integrating an organization specific, selectableconfiguration of development content with the organization's competencymodels. For example, the action plan module 330-8 can executeinstructions, based on a participant's scoring and a given organizationspecific, selectable configuration of development content and competencymodel, to suggest additional development activities and/or anyadditional suitable content to various participants.

The action plan module 330-8 can additionally execute instructions toreconcile particular individual goals to particular organizationalgoals. For example, the action plan module 330-8 can executeinstructions to suggest specific individual goals that, if pursued,could effectively aid in achieving corporate goals and thus aid inaligning specific individual goals and specific corporate goals.Particular individual goals can include but are not limited toincreasing morale, increasing sales, increasing efficiency, etc.Particular organizational goals can include but are not limited toimproving profitability, employee development and retention, increasedmarket share, etc. The action plan module 330-8 can also executeinstructions to determine the effectiveness of aligning specificindividual goals and specific corporate goals, i.e. if theorganizational goal of increasing profits by 20% was increased due topursuit of the individual goal of increased efficiency, for example.

The action plan module 330-8 can additionally execute instructions tomeasure participant progress toward human resource performance goals inassociation with development content. For example, the action planmodule 330-8 can execute instructions to compare subsequently receivedassessment data on a particular participant, e.g., time two (2) data,with assessment data previously received for that individual. Further,the action plan module 330-8 can, in conjunction with the organizationspecific, selectable configuration, execute instructions to present forreview and distribution measured participant progress toward humanresource performance goals.

The scoring module 330-9 shown in the embodiment of FIG. 3 includesinstructions which can execute to identify a subject of a score. As usedherein, the subject of a score can be an individual, a group, a region,etc. That is, the scoring module 330-9 in conjunction with theconfiguration module 328 can execute instructions to recognize a flag orother marker within the system, as the same will be known and understoodby one of ordinary skill in the art, to identify the subject of a scorewithin the system. Scoring can also include weighting of the answerswith respect to each other and the weighting of one assessment, oranswers from a assessment, versus another assessment, or its answers aspart of a validation procedure. Assessment answers can also be combinedto have a cumulative weight and such weights can be determined duringthe formatting process. Scoring can also leverage existing assessments,e.g., interviews, 360 feedbacks, etc., for selection decisions(described below). In various embodiments, the scoring can allow forcomparable instruments to be compared. That is, Test A and Test B may bedifferent instruments but are deemed comparable if they measure the samething, e.g., the same competency criteria and/or subset. For example, aswill be explained further in connection with the selection module, thesystem can compare a candidate's scores from Test A with anothercandidates scores from Test B. Thus, the system can configure variousscoring routines based on various levels and configuration models forindividuals, groups, regions, etc., e.g. various types of subjects.

In the various embodiments, the scoring module 330-9 can executeinstructions to interpret data collected from multiple assessments. Thatis, once the scoring module identifies a subject, the scoring module canexecute instructions to access and compare all assessment data andinformation relating to this subject from multiple generations, e.g.,all survey data on an individual, multiple generations of performancedata and compare differences among multiple generations. In conjunctionwith the selectably configurable business rules, and according to anorganization specific, selectable configuration, e.g., using theconfiguration module 328 and the user defined module 330-6, the systemcan execute instructions to aggregate data. For example, the system cangroup data by a perspective to compute a peer average and can group datainto themes, e.g., average selected data points to compute “leadershipaverage”, etc.

The scoring module 330-9 can further execute instructions to compute anorganization configurable set of statistics, e.g., means, standarddeviation, percentiles, etc. And, the scoring module 330-9 can executeinstructions to score in real time, e.g., scores are immediatelyavailable after an assessment for use in decision making. The scoringmodule 330-9 can execute instructions to save scores in a data store forquick future retrieval. In this manner, the system can maintain andexecute instructions to update saved scores as changes occur in data. Inother words, the system knows when scores change and the background onthe scores. For example, the system can execute instructions toperiodically check a data store for updated information and assessmentdata related to a particular subject and re-compute scoring accordingly.As described herein the system can further execute instructions topresent scores for display purposes.

The selection module 330-10 shown in the embodiment of FIG. 3 includesinstructions which can execute to create opening and vacancy listingsfor an organization. The selection module 330-10 can executeinstructions to search and identify candidates to enter as applicants.The selection module 330-10 can execute instructions to administerassessments to candidates in association with opening and vacancylistings. The selection module 330-10 can execute instructions todisplay candidates and assessment scores in a user selectable rankingorder for decision making. In conjunction with the organizationspecific, selectable configuration, the selection module 330-10 canexecute instructions to allow opening and vacancy processing to includemultiple steps (e.g., initial screen, interview, etc.) and enforce whichcandidates can proceed to subsequent steps. For example, one particularorganization may have a particular set of steps they wish to use intheir business process and another organization may have a differentparticular set of steps associated their opening and vacancy businessprocess. The system can be selectably configured to accommodate theseaccordingly. Thus, using configured business rules, the system canenforce which candidates are allowed to proceed to subsequent steps inaccordance compliance, legal guidelines, or otherwise. The selectionmodule 330-10 can also execute instructions to capture dispositions(e.g., candidate withdrew, etc.) at each step of processing to recorddecisions in accordance compliance, legal guidelines, or otherwise. And,the selection module 330-10 can execute instructions to require userinput explanations if candidates are entered as applicants outside ofsystem search and identification criteria, e.g., explain why a candidatewho did not meet a particular set of prerequisites has been entered andis being considered as a candidate and/or why a candidate who did meet aset of requisites or thresholds is not proceeding to a next step as acandidate.

Thus, in various embodiments, the selection module can executeinstructions to perform a process for defining the criteria that can beused to select a candidate based upon information provided to thesystems or device embodiments of the present invention. For instance,the rating criteria can be based upon a combination of a number ofscores from competency assessments taken by a participant, comparison ofone or more assessment scores with the assessment scores of othercandidates, and other such performance measures. Additionally, theselection module 330-10 can execute instructions, in conjunction withthe organization specific, selectable configuration, to indicate anamount of training that an individual may require in relation to theindividual's general individual training readiness.

Corporate identity and branding module 330-S provides a process foradding branding information to the content of the assessment projectincluding to the surveys taken by the individuals. The corporateidentity and branding module 330-S allows an organization, such as acorporation, to format surveys and reports to reflect a unique identityor branding used by the organization. For example, a company may use aparticular shade of blue in on its letterhead or in its logo. That shadeof blue, the logo, and/or other features can be used by the corporateidentity and branding module 330-S to give the surveys and reports usedby the organization an identifiable link to the identity and branding ofthe organization. This allows the system or device to be customized foruse with one or more particular entities.

The configuration module 328 can be used to apply selectablyconfigurable business rules in conjunction with the instructionsprovided by the various program modules 330-1 to 330-S to analyze thehuman resource information, produce reports, and provide actionplanning. The configuration module 328 shown in the embodiment of FIG. 3includes selectably configurable logic based on input (e.g., switcheswhich can be turned “on” or “off” as suitable) to establish businessrules with a number of different organizations, wherein the businessrules are organization process neutral, organization branding neutral,and assessment content neutral. In conjunction with the business rulesestablished by the configuration module 328, instructions can beexecuted to query the system to show assessment scores for a selectedpopulation. For example, instructions can be executed to query thesystem to show assessment scores at configurable levels. That is, thesystem can be queried to show raw scores and to summarize scoresaccording to the organization specific, selectable configuration. Inconjunction with the business rules established by the configurationmodule 328, instructions can be executed to manage permissionsregulating who in an organization can see what scores.

Further, in conjunction with the business rules established by theconfiguration module 328, instructions can be executed to providemultiple views of scores including scores for individuals and scores forgroups of individuals. And, in conjunction with the business rulesestablished by the configuration module 328, instructions can beexecuted to permit an authorized user to drill down through levels ofscores, as the same will be known and understood by one of ordinaryskill in the art upon reading this disclosure. Additionally, informationcan be obtained by the program modules 330-1 to 330-S regarding thecontent and organization of questions and answers and the corporateidentity and branding. This information, as described above, forexample, can be interpreted by the configuration module 328 and used tocreate a number of surveys and reports.

The embodiment of FIG. 3 further illustrates several business processes,shown within block 329, that can be supported by the system embodiments,including the program modules and configuration module embodimentsdescribed above. The exemplary business processes 329 illustratedinclude, but are not limited to: employee opinion programs 331-1,performance appraisal programs 331-2, interview programs 331-3 (such asexit and/or selection interview programs), resource optimizationprograms 331-4, and multi-rater feedback programs 331-T, to name a fewand as discussed in more detail below. The program modules 328 and 329can reside within a system or device embodiment of the present inventionor can be provided by a third party and/or be located on a third partysystem or device. As discussed in more detail below, assessment programscan be used to survey employees on performance or other business relatedissues. The feedback can then be analyzed and a report can be generated.The analysis can be done through the use of computer executableinstructions or manually. If analyzed manually the results of theanalysis can be entered into the system or device and a report can begenerated based upon the information entered. The information can alsobe combined with other information on the system or device or from athird party in generating the report.

As the reader will appreciate, the program modules 327, configurationmodule 328, and business processes 329 can be used collectively, forexample, to intake information from a participant, an organization thatis assessing its employees' performance, and/or information from a thirdparty. For instance, the program module can be used to collectinformation on the format of surveys to be administered, intake ofparticipant information, content of a survey, selection of raters,selection of approvers, communication with participants, scheduling ofevents occurring with respect to the surveying process, scoring of data,reporting, and other such functions. The content neutral business rulescan be used to identify the information that can be collected from aparticipant. The rules can then be used to tailor the method and typesof information collected based upon the needs of the particular entitythat is to be using the device or system to assess its resources.

For example, an entity may have a data base that already includes thesets of raters and/or approvers for each survey. This information can beaccessed by a system or device embodiment of the present invention orcan be imported into the system or device for use by the system. In suchcases, the business rules regarding the selection of raters and/orapprovers may not be necessary or can be designed to accommodate the useof the rater/approver data.

FIG. 3B illustrates an embodiment of an organizational competencystructure. As shown in the embodiment of FIG. 3B, a given organization341, e.g., client A, will have its own particular business processes.And, as illustrated in FIG. 3B, these business processes includeorganization specific competency models with particular competencycriteria chosen by the organization. By way of example and not by way oflimitation, these competency criteria can include communication skills,leadership skills, decision making skills, initiative skills, and peopleskills, among others. One of ordinary skill in the art will appreciatethat various different organizations will have their own independentcompetency structure and terminology. According to embodiments of thepresent invention, the human resource planning device, systems, andmethods described herein, are able to interact with, e.g., by selectablyconfiguring logic based on input to establish business rules with anumber of different organizations, to implement any number of differentorganization's business processes and particular competency criteria,branding and identity, and assessment content. In other words, the humanresource planning device, systems, and methods are process neutral,brand neutral, and assessment neutral between various organizations.

The embodiment of FIG. 3B illustrates one example of a competencystructure broken out with four examples of competency criteria forleadership, e.g., dependability 342-1, intellect 342-2, teamwork 342-3,and achievement 343-P. The designator “P” is used to indicate that anynumber of competency criteria can be defined for a given organizationusing the user defined module 330-6 described above in FIG. 3B.Embodiments are not limited to these examples. FIG. 3B furtherillustrates that each particular competency criteria, 342-1, 342-2,342-3, . . . , 343-P can be further broken down into additionalcompetency structure and terminology, e.g., 343-1, 343-2, . . . , 343-Q,and 344-1, 344-2, 344-3, and 344-R. As one of ordinary skill in the artwill appreciate upon reading this disclosure, an organization can,through a user defined module 330-6, self-author content by adding a newcompetency criteria, e.g., “adaptability,” to a competency structuresuch as that depicted in FIG. 3B. This new competency criteria, alongwith its corresponding sub-structure, can become part of the competencymodel. The self-authored content, i.e., the new competency criteria canthen be implemented using the data collection module 330-3, scoringmodule 330-9, and reporting module 330-5.

FIG. 3C illustrates another embodiment of an organization competencystructure. In the embodiment of FIG. 3C for organization (e.g., clientB) 356 two particular competency criteria 357-1 and 357-2 areillustrated. The embodiment of FIG. 3C illustrates competency criteria357-1 and 357-2 further broken down into additional competency structureand terminology 358-1, 358-2, . . . , 358-T, and 359-1, 359-2, . . . ,359-U. One of ordinary skill in the art will appreciate upon readingthis disclosure the myriad of choices and selections that can beconfigured using the user defined module 330-6 in conjunction with theconfiguration module 328 to selectively implement any number ofdifferent organization's business processes and particular competencycriteria, branding and identity, and assessment content according to thehuman resource planning devices, systems, and methods described herein.

FIG. 4 is a block diagram representing an assessment process embodiment.The embodiment of FIG. 4, includes a home intro and log-in 401, a raterinitial notification 402, external survey data 403, a perspective choice404, a survey 405, a thank you page 406, and raw data 408.

As shown in the embodiment of FIG. 4, the diagram includes a block 401representing a participant entry point for a particular organization.This can include an organization specific introduction and log-in pointsuch as provided through a graphical user interface. According tovarious embodiments, the participant entry point block 401 includes aparticipant loading module coupled to a processor and a memory, as thesame have been described herein.

As described herein, the content of the assessment used by a particularorganization can be specific to the particular organization. That is, agiven organization can provide the content it chooses to use as suitedto its particular employee opinion survey. The embodiment of FIG. 4illustrates at block 402 that an email notification can be transmittedto participants and illustrates at block 403 that a given survey, againproprietary or otherwise, can be loaded, e.g., optically scanned,digitally retrieved, or otherwise, into a system, as is describedherein, at the participant entry point 401.

As shown in the flow diagram embodiment of FIG. 4, a user can inputinstructions at block 404 to select a perspective set. That is, thegroup of participant who will be asked to provide input responses to thesurvey. As described herein, the perspective set can be an organizationspecific perspective set defined to group responses based ondemographics such as function, role, location, etc., e.g., can include asubordinate level employee; a peer level employee; a supervisor; and anexternal customer. Embodiments, however, are not limited to theseexamples. According to various embodiments, program instructions can beexecuted by the processor, in conjunction with a defined set of businessrules, to change a nomenclature associated with a given human resourceperspective.

As shown in block 405, participants can provide input responses to thesurvey through a graphical user interface in a web-enabled environment.As shown at block 406, a participant can submit the survey, e.g. to adata collection module and a scoring module as the same have beendescribed herein. Additionally, as shown, a participant can save apartially completed survey and return to the same using a participantID, for example, at a later point in time.

The answers to the survey can be saved as raw data 408 that can be usedto compile one or more reports or scores. Additionally, external surveydata 403 can be used to supplement, or in place of, data collected in asurvey process such as the embodiment shown in FIG. 4. In this way,scores and reports can use various types of available data to evaluateperformance of an individual.

FIG. 5 illustrates a flow chart diagram for an embodiment of aparticipant process. The embodiment of FIG. 5 generally includes aregistration page 508, a home intro and log-in 514, a participant mainmenu 516, a rater/approver selection 510, a survey status 522, acomplete survey 523, a rater initial notification 526, and an approverinitial notification 528. As shown in the embodiment of FIG. 5, thediagram includes a block 508 at which participants can be registered,e.g. through a web-page in a web-enabled environment.

As shown in block 508, a self registrant would proceed from theregistration page at block 508 to a “rater”, e.g., the participantproviding responsive input, instruction page at block 510. From thispage, the user can, select a number of raters and/or approvers for theirsurveying process. For example, the user can choose to select a numberof raters as shown at block 512. In various embodiments, the user canhave one or more of the following options, such as to create a raterlist from individuals in the organization, remove a given rater from thelist, search through available raters, and/or add raters to the list.Embodiments can also include a rater initial notification 526 that canbe forwarded to one or more of the selected raters to inform them thatthey have been selected. The user can also be directed to a raterprocess, such as that shown in FIG. 7 and discussed in more detailbelow, to continue with the surveying process.

As shown at block 520, in some embodiments, a user can also select anumber of approvers. In various embodiments the features of theapprovers selection process 520 can include one or more features similarto those described above with respect to rater selection 512. As one ofordinary skill in the art will appreciate upon reading this disclosure,other capabilities and features can be included with respect to therater and approver features used in various embodiments. Embodiments canalso include an approver initial notification 528 that can be forwardedto one or more of the selected approvers to inform them that they havebeen selected. The user can also be directed to an approver process,such as that shown in FIG. 6 and discussed in more detail below, tocontinue with the surveying process.

Likewise, as shown in block 508, an administrative registrant and/or athird party host registrant can execute program instructions to transmitan initial notification to participants at block 518. As shown in theembodiment of FIG. 5 at block 519, additional participant reminders canalso be generated. At block 514, an organization specific introductionand log-in point is provided through a graphical user interface. As inFIG. 4, the participant entry point at block 514 can include a loadingmodule coupled to a processor and a memory, as the same have beendescribed herein. That is, the participant loading module includes a setof instructions which can be stored in memory and executed by theprocessor to import participant data from a particular organization'senterprise database. In the embodiment of FIG. 5, from block 514 theuser can move to a main menu participant page, e.g., screen, and fromthere can advance to the rater/approver selection block 510 as describedabove.

As shown in the embodiment of FIG. 5, the user could additionally moveto a page to check a status of a given survey, as shown at block 522 andcan move to a page to complete a given survey, as shown in block 523.The embodiments of the present invention can also provide that the usercan request one or more reports at block 525. For example, in theembodiment shown in FIG. 5, the user can check the status of one or moresurveys and can generate reports and/or scoring based upon the resultsof the raw data from completed and/or partially completed surveys.

The embodiment of FIG. 5, additionally illustrates that once a user hascompleted the rater/approver select at block 510, the selection(s) willbe submitted and/or resubmitted to a chosen approver at which time aninitial approver notification can be generated, e.g., in the form of anemail notification at block 528. In various embodiments, approval of therater list can be required before initial rater notification 526 istransmitted to one or more of the raters.

FIG. 6 is a block diagram representing an approver process embodiment.The approver process embodiment shown in FIG. 6 generally includes ahome intro and log-in 634, an approver main menu 636, and approver raterconfirmation 638.

As shown in the embodiment of FIG. 6, the diagram includes a block 630continuing from the approver notification, shown as 528 in FIG. 5. Atblock 634 an organization specific introduction and log-in point, suchas has been described above, is provided through a graphical userinterface. From this page, a user can move to a main menu approver pageshown at block 636. From the main menu approver page 636 the user canmove to view relevant participant rater lists to approve at block 638.One of ordinary skill in the art will appreciate upon reading thisdisclosure the manner in which the program instructions embodimentsdescribed herein can be executed to allow a particular organization todesignate appropriate approvers. These instructions can execute inconjunction with the defined set of business rules discussed herein tomake relevant participant rater lists available to the relevantapprover.

As shown in block 640-1, 640-2, . . . , 640-V, a particular approver cansort through, e.g., review and approve, various participant rater listswhich have been submitted to their queue. Upon review and approval of aparticular participant rater list, a participant can be notified thatthe approval process is complete as shown in block 642. Likewise,selected raters associated with a particular survey will be notified asshown in block 644. When the participant is notified at block 642 theparticipant process will continue as illustrated in FIG. 5. When theselected raters associated with a particular survey are notified atblock 644 a rater process is continued as discussed next in connectionwith FIG. 7.

FIG. 7 is a block diagram representing a rater survey processembodiment. The rater process embodiment of FIG. 7 generally includes ahome intro and log-in 748, a rater menu 750, and a survey 752.

As shown in the embodiment of FIG. 7, the diagram includes a block 746continuing from the rater notification, shown as 644 in FIG. 6. At block748 an organization specific introduction and log-in point, such as hasbeen described above, are provided through a graphical user interface.From this page, a user can move to a main menu rater complete surveypage shown at block 750. From the main menu rater page 750 the user canmove to view and choose relevant survey instructions at block 754, e.g.in the scenario when multiple surveys are present. One of ordinary skillin the art will appreciate upon reading this disclosure the manner inwhich the program instructions embodiments described herein can beexecuted to allow a particular organization to designate appropriateraters. These instructions can execute in conjunction with the definedset of business rules discussed herein to make relevant surveyinstructions available to the relevant rater.

As shown in the embodiment of FIG. 7, a rater can have several optionswith respect to completing a survey. For example, a rater can elect todecline a particular survey in which case a decline notification will begenerated and transmitted to a relevant participant as shown in block756. In various embodiments a rater can view previously completedsurveys as shown at block 755 and/or reopen/unsubmit a completed surveyas shown a block 757. In this way, a rater can have the ability tochange a survey after the survey has been submitted. Alternatively, therater can move from a relevant survey instruction page to the particularsurvey as shown in block 752. From review of the embodiment of FIG. 7,one will appreciate that when only a single survey is present and therater has not elected to decline, then the rater could move to theparticular survey represented in block 752 from the main menu page inblock 750.

The embodiment of FIG. 7, additionally illustrates that once a rater hascompleted a particular survey at block 752 it can be submitted and therater can receive confirmation of the submission, such as in the form ofa “thank-you” page at block 760. Alternatively, a partially completedsurvey at block 752 can be saved and the rater can return to the same ata later point in time, e.g., via the organization specific introductionand log-in point at block 748.

FIG. 8 is a block diagram representing a reporting process embodiment.The reporting process embodiment of FIG. 8 includes feedback assessment810, report generation 812, uploading of report 814, notification ofreport 816, home intro and log-in 818, main menu 820 and report viewing822.

As shown in the embodiment of FIG. 8, the diagram illustrates a feedbackassessment block 810. According to various embodiments, the feedbackassessment block 810 can represent a data collection and scoring module,as the same has been described herein. As illustrated in the embodimentof FIG. 8, before a particular due date a data collection and scoringmodule can execute program instructions according to the defined set ofbusiness rules, e.g., defined by selectably configuring logic based oninput to establish business rules with a number of differentorganizations as the same have been described herein, to provide data toa reporting process. As one of ordinary skill in the art will appreciateupon reading this disclosure, the reporting process illustrated in theembodiment of FIG. 8 can likewise occur through the execution of programinstructions in a reporting module, as the same has been describedherein, according to the defined set of business rules. According tovarious embodiments, a reporting module and a scoring module caninteract through program embodiment instructions to automaticallytransfer scoring data from the scoring module to the reporting modulewithout separate data re-entry.

Once data is received by a reporting module the reporting module canexecute instructions to generate a report as shown at block 812.Additionally, the program module can execute program instructions toupload a report as selectably configured to a particular organization byuser input and in conjunction with the defined set of business rules asshown in block 814. The reporting module can execute instructions togenerate a notification to a particular, relevant party at anorganization selectable level once the report is ready as shown in block816. At block 818 an organization specific introduction and log-inpoint, such as has been described above, are provided through agraphical user interface. From this page, a user can move to a main menurepresented at block 820. From the main menu page 820 the user can moveto view and choose relevant reports as shown at block 822. One ofordinary skill in the art will appreciate upon reading this disclosurethe manner in which the program instructions embodiments describedherein can be executed to allow a particular organization to designateselectable reports to generate and upload as well as to designateselectable individuals to receive and to view such reports. Theseinstructions can execute in conjunction with the defined set of businessrules discussed herein to make relevant human resource and human capitaldata available to relevant individuals and/or groups.

FIG. 9 is a block diagram representing a follow up process embodiment.The follow up process embodiment shown in FIG. 9 generally includes homeintro and log-in 914, participant main menu 916, follow up selection918, rater/approver selection 920, approval 922, data collection 924,and reporting 926.

As shown in the embodiment of FIG. 9, the diagram includes a block 910representing a participant having received a feedback report. Accordingto various embodiments, program instructions can be executed to set adate to follow up. In block 912 a participant receives an initialinvitation to respond with follow up.

At block 914 an organization specific introduction and log-in point,such as has been described above, are provided through a graphical userinterface. From this page, a user can move to a first instruction mainmenu for a participant represented at block 916. As shown in theembodiment of FIG. 9, from the first instruction main menu in block 916a user can select whether or not to proceed with the follow up processmaking a follow up selection, represented by block 918. In theembodiment shown in FIG. 9, the participant can select “yes” to continuewith the follow-up process, “no” to stop the process, or “defer” topostpone the follow up until a later date.

If the participant continues with the follow up process, the participantcan be directed to select a number of follow up raters and/or approvers,as indicated in block 920. The participant can choose the raters and/orapprovers in any suitable manner. For example, the participant canselect a new set of raters and/or approvers or can use a set of ratersand/or approvers selected previously. An example of a suitablerater/approver selection process is shown and described in FIG. 5.Likewise, examples of the processes of approval 922, data collection924, and reporting 926 are shown and described in relation to FIGS. 6-8respectively.

One of ordinary skill in the art will appreciate upon reading thisdisclosure the manner in which the program instructions embodimentsdescribed herein can be executed to allow a particular organization todesignate a selectable follow up process. These instructions can executein conjunction with the defined set of business rules, e.g., defined byselectably configuring logic based on input to establish business ruleswith a number of different organizations as the same have been describedherein, to provide the follow up process described in FIG. 9 or anotherparticular follow up process as suited to a particular organization.Embodiments of the invention are not limited to the examples givenherein.

FIG. 10 is an example of a assessment for measuring an individual'scompetency in a particular area. The competency assessment illustratedin FIG. 10 includes the competency being measured 1002, a scale rating1006 for each response scale 1004, and a number of questions to beanswered in each of the dual response scales 1004 provided. In theexample illustrated in FIG. 10, the competency 1002 being measured isanalytical thinking. In measuring an individual's performance in thiscompetency, a number of questions are presented. The questions can becreated by the provider of the assessment, the organization orindividual doing the assessment, or from a third party test developer.Additionally, the responses and the weighting of the responses cansimilarly be provided and applied according the defined business rules,e.g., defined by selectably configuring logic based on input toestablish business rules with a number of different organizations as thesame have been described herein. In the case illustrated in FIG. 10, theassessment is measuring the importance and difficulty of the variousissues raised in questions 1010. These responses are provided by aparticipant selecting a rating from the scale rating choices 1006 andproviding the rating in the response scales 1004. The assessments can bedefined to have one or more response scales (e.g., FIG. 10 shows a dualresponse scale assessment) and can have a variety of subject matter andformats depending upon the needs of the organization that is requestingthe assessment.

For instance, FIG. 11 is another example of a assessment for measuringan individual's competency in a particular area. The competencyassessment illustrated in FIG. 11 includes the competency being measured1102, a scale rating 1106 for each response scale 1104, and a number ofquestions to be answered in each of the dual response scales 1104provided. This assessment is focused on division, business unit, ororganization performance with regard to conformance, momentum, andimportance. In this example, the format, subject matter, and questioningis different than that shown in the example illustrated in FIG. 10. Thisexample also illustrates that a system embodiment of the presentinvention can include assessment formats available in several languages.

As one of ordinary skill in the art will appreciate, and as discussedpreviously in connection with the data collection module 330-3 and theuser defined module 330-6, a user can self-author the content ofassessments. In connection with FIGS. 10 and 11, a user can also usethis capability to monitor trending, e.g., has a particular participantconsistently responded to specific assessment content, e.g., by giving arating of 5, for example. Trending analysis can be used for providingparticipant accountability, e.g., by prompting a participant to respondto additional assessment content. For example, a participant may beprompted to answer a question such as, “Are you sure?,” if thatparticipant's responses tend to conform to a trend.

FIG. 12 is a block diagram representing an exemplary corporateorganizational chart. The organizational chart in FIG. 12 includes anumber of executive level employees 1202, a number of divisions and/orbusiness units within the organization 1204, a number of geographicallocations for each division/business unit 1206, a number ofdivision/business management units 1208, a number of subordinate levelemployees 1210, and a number of peers within each level that have a peerto peer relationship 1212 with the other employees within that level ofa business unit or peers across the organization. In the example shownin FIG. 12, each of the employees that have the same job title are givena unique designation (e.g., AA1 for Admin. Assistant #1). In this way,the employees' identity information can be withheld and the employeescan be evaluated within the system by their unique designation. Suchembodiments can be useful, for example, so that the reviewer is notprejudiced based upon their personal experiences with, and likes and/ordislikes, of certain people. However, the embodiments of the inventionare not limited to use of a unique designation, but rather, anyidentifier can be used to represent an employee including the employee'sname. The example chart shown in FIG. 12 is provided to give the readeran understanding of how employees can be organized and grouped basedupon an organization's structure.

FIG. 13 is an example of scoring results provided by an embodiment ofthe present invention. In this embodiment, a system can use employeeinformation and assessment results to provide a snapshot of the level ofperformance of a set of employees based on the defined business rules,e.g., defined by selectably configuring logic based on input toestablish business rules with a number of different organizations as thesame have been described herein. The example shown in FIG. 13,illustrates how embodiments of the present invention can provide thestatus of how well employees from a variety of positions (e.g., IT,production, quality, senior and, sales managers, sales person,supervisor, and process engineer) are prepared for a target position(e.g., production manager) open within the organization. In thisexample, a combination of information about an employee is used todetermine whether the employee is highly recommended, recommended, hasinsufficient data to be evaluated, has not graduated training, or needsdevelopment. Based upon this snapshot, the reviewer of this chart canuse this information to see how well their employees are being trainedfor advancement, whether employees are performing their performanceevaluations, and how many employees may be in need of training in orderfor them to advance, for example. Those skilled in the art willappreciate from reading the present disclosure that there are a numberof other items that such a chart can provide and that the above uses areexamples of such possible uses.

FIGS. 14A and 14B is another example of scoring results provided by anembodiment of the present invention. In this example, the results areprovided in conjunction with a search for candidates to fill aproduction management position. The example shown in FIGS. 14A and 14B,identifies a number of qualified candidates in order to determine whichof these candidates should be scheduled for an interview according todefined business rules, e.g., defined by selectably configuring logicbased on input to establish business rules with a number of differentorganizations as the same have been described herein. The employees inthis example are organized from most qualified to least qualified basedupon an analysis of the rankings and scores provided on the chart. Theorganization of the chart can be determined by the intended recipient ofthe chart and, therefore, can be focused to identify the candidates theydeem the best qualified based upon criteria selected by the intendedrecipient.

In the case shown in FIGS. 14A and 14B, the candidates have beenorganized based upon an Job Readiness score that is calculated basedupon the other scores and rankings shown in the chart. Those of ordinaryskill in the art will appreciate from reading the present disclosurethat the method of calculating and weighting the various scores andrankings and the methodology used to select a qualified candidate can beaccomplished in various manners and that the embodiments of the presentinvention are not limited in the manner in which the calculations,weighting, and/or selection is accomplished.

FIG. 15 is another example of scoring results provided by an embodimentof the present invention. In the example shown in FIG. 15, a number ofproduction managers are organized based upon their performance in anumber of competency areas according to the defined business rules,e.g., defined by selectably configuring logic based on input toestablish business rules with a number of different organizations as thesame have been described herein. In this example, the employees areorganized from those scoring worst at the top and best at the bottom.Above the top of the chart, a key symbol key identifies a number ofsymbols that can be used to quickly identify the level of performance ofan employee in a particular competency area. For example, areas in whichthe employee needs development are designated by a number 3 with acircle around the number. Those areas that are acceptable are designatedby a 2 with a circle around the number and those where the employee isperforming well are designated by a 1 with a circle around the number.This allows the reviewer of the chart to quickly identify the level ofperformance of the employee in the various competency areas. Forexample, employee 1 needs development in the areas of: overallperformance, operations, sales, and zone.

It can also be determined quickly from these designations that employee1 is performing acceptably in the areas of leadership and mastery. Thosecompetencies not designated with a circled number are areas in which theemployee is performing adequately, but not at a level that would beworthy of recommendation for a promotion. Such a chart can be useful,for example, in determining who needs additional training or skilldevelopment.

The chart provided in FIG. 15 also can be used to identify if there areparticular areas or competencies that need to be improved for allemployees within the group included in the chart. This information canbe helpful, for example, in identifying subjects that need to beincluded in training programs. Those skilled in the art will appreciatefrom reading the present disclosure that various methods of designatingthe different levels of performance can be achieved in many ways andthat the embodiments of the present invention are not limited to themethod of designation shown in FIG. 15. For example, color coding of thedifferent levels of performance can provide a similar many ofidentifying an employees performance in the various areas of competency.

FIG. 16 is an example of a portion of a report provided by an embodimentof the present invention. The information presented on FIG. 16 providesa snapshot of employee opinion with regard to a number ofjob subjectsaccording to defined business rules, e.g., defined by selectablyconfiguring logic based on input to establish business rules with anumber of different organizations as the same have been describedherein. The subjects include, but are not limited to: supervision1610-1, my job 1610-2, training and development 1610-3, teamwork 1610-4,and communications 1610-X. FIG. 16 shows how these subjects are viewedby employees in various different divisions, business units, or employeepositions at 1620, such as: technical staff, contact centers and localcustomer service staff, collections/finance/marketing/riskadministrative assistants, and total business unit, to name a few.

FIG. 17 is another example of a portion of a report provided by anembodiment of the present invention according to defined business rules,e.g., defined by selectably configuring logic based on input toestablish business rules with a number of different organizations as thesame have been described herein. In this Figure, the report illustratesthe level of an individual's competency as viewed from a number ofdifferent perspectives 1712. For example, as shown in FIG. 17, theindividual's strategic development competency 1710 has been rated basedupon the answers to the questions 1720-1 to 1720-Y. In this assessment,the questions could be answered based upon a rating scale of 1 to 5,with 1 being “not developed” and 5 being “outstanding”. Upon this basis,for example, with respect to 1720-1, the aggregate answers for thequestion are provided in both a numeric and a graphical representation1714. For instance, the individual being assessed gave himself a 5.00for the behavior of gathering strategic information. The individual canreview the other ratings provided to gain some perspective of how hisperformance is viewed by others. For example, all raters submittingratings gave the individual's performance of this behavior a 4.13 score,his boss and secondary boss each rated his performance of this behavioras a 4.00, while the individual's peers and direct reports rated hisperformance as a 4.25. Based upon review of one or more of theseadditional ratings, the individual can identify that although hebelieves his performance of this behavior is outstanding, his peers andbosses believe that the individual's performance is very strong, butthat there is some room for improvement.

Additionally, FIG. 17 also illustrates that embodiments can be providedthat allow for different competencies and behaviors to be identified asmore important than others with respect to a particular job or basedupon the preferences of the individual's boss. In this way, theindividual can identify which areas within this competency are viewed asmost important for his improvement. This indication can be provided innumerous manners, such as for example, having a shaded area representthose areas that are more important as shown at 1722.

FIG. 17 also illustrates that in various embodiments, one or morecompetencies or behaviors can be identified as a strength or an areaneeding development such as by the icons at 1724. In this way, theindividual can quickly ascertain which areas need to be improved withoutstudying all of the results on this report. This indication can also beprovided in various manners.

FIG. 18 is another example of a portion of a report provided by anembodiment of the present invention according to defined business rules,e.g., defined by selectably configuring logic based on input toestablish business rules with a number of different organizations as thesame have been described herein. In this portion of a report, a numberof competencies 1810 (e.g., strategic focus, financial results, selfinitiative and drive, problem solving, and talent management) can beassessed in a manner similar to that shown in FIG. 17, but representedin a different format. In this format, the mean score for each reportingperspective set (e.g., self, primary manager, colleagues, directreports, and customers) is presented graphically and in numeric form.The difference from the individual's own ratings (e.g., difference fromself) are also provided to give the individual a quick analysis of thedifferences between his ratings and those of the other perspective sets.The important viewpoints for each competency are indicated by a numberof star icons at 1820.

FIGS. 19 and 20 illustrate various method embodiments for resourceassessment. As one of ordinary skill in the art will understand, theembodiments can be performed by software/firmware (e.g., computerexecutable instructions) operable on the devices shown herein orotherwise. The embodiments of the invention, however, are not limited toany particular operating environment or to software written in aparticular programming language. Software, application modules, and/orcomputer executable instructions, suitable for carrying out embodimentsof the present invention, can be resident in one or more devices orlocations or in several locations.

Unless explicitly stated, the method embodiments described herein arenot constrained to a particular order or sequence. Additionally, some ofthe described method embodiments or elements thereof can occur or beperformed at the same point in time.

FIG. 19 illustrates one method embodiment for resource assessment. Asshown in the embodiment of FIG. 19, the method includes providing asystem having a configuration module including logic to selectablyestablish system interaction with a number of different organizations atblock 1910. As shown in block 1910, the configuration module isorganization process neutral, organization branding neutral, andassessment content neutral as the same has been described herein. Atblock 1920 the method includes providing a user definable module topermit an organization specific, selectable configuration of humanresource content. This includes providing a user definable module as thesame has been described in detail in connection with the Figures above.At block 1930 the method includes loading participant information to thesystem from a particular organization's enterprise database withoutseparate data re-entry. This includes using a participant load module asthe same has been described in detail in connection with the Figuresabove.

As shown in block 1940 the method embodiment includes electronicallydistributing human resource assessments based on the participantinformation and according to business rules established in aconfiguration module, in conjunction with the organization specific,selectable configuration, as the same have been described herein. Themethod embodiment of FIG. 19 further includes tracking user participantresponses to the assessments, as shown at block 1950.

FIG. 20 illustrates another method embodiment for resource assessment.As shown in the embodiment of FIG. 20, the method includes selectablyconfiguring logic based on input to establish business rules with anumber of different organizations as shown at block 2010. As has beendescribed in detail above, the selectably configurable logic can beconfigured in a platform independent manner by using input instructionsto selective “turn on” and/or “off” particular logic functions asappropriate on an organization by organization basis. And, according tothe various embodiment, the selectably configurable logic allows theestablished (e.g., thence defined business rules) to be organizationprocess neutral, organization branding neutral, and assessment contentneutral, as the same has been described in detail above.

As shown in block 2020, the method further includes selectablyconfiguring human resource content for a particular organization, inconjunction with the business rules. At block 2030, the method includesreceiving participant responses to particular organizational specificcontent.

In the embodiment of FIG. 20, and as represented in block 2040, themethod includes automatically transferring participant response datafrom a data collection module to a scoring module and a reporting modulewithout separate data re-entry. At block 2050, the method furtherincludes graphically presenting human resource information based on theparticipant response data, in conjunction with a given organization'sselectably configured human resource content and the business rules.Graphically presenting human resource information based on theparticipant response data includes the methods and techniques describedand illustrated in connection with the Figures above. Embodiments,however, are not limited to these examples.

Although specific embodiments have been illustrated and describedherein, those of ordinary skill in the art will appreciate that anarrangement calculated to achieve the same techniques can be substitutedfor the specific embodiments shown. This disclosure is intended to coveradaptations or variations of various embodiments of the invention.

It is to be understood that the above description has been made in anillustrative fashion, and not a restrictive one. Combination of theabove embodiments, and other embodiments not specifically describedherein will be apparent to those of skill in the art upon reviewing theabove description. The scope of the various embodiments of the inventionincludes other applications in which the above structures and methodsare used. Therefore, the scope of various embodiments of the inventionshould be determined with reference to the appended claims, along withthe full range of equivalents to which such claims are entitled.

In the foregoing Detailed Description, various features are groupedtogether in a single embodiment for the purpose of streamlining thedisclosure. This method of disclosure is not to be interpreted asreflecting an intention that the embodiments of the invention requiremore features than are expressly recited in each claim.

Rather, as the following claims reflect, inventive subject matter liesin less than all features of a single disclosed embodiment. Thus, thefollowing claims are hereby incorporated into the Detailed Description,with each claim standing on its own as a separate embodiment.

1. A resource planning device, comprising: a processor; a memory coupledto the processor; and an action plan module coupled to the memory andprocessor, wherein the action plan module includes program instructionsexecutable by the processor to: identify particular individual goals;identify particular organizational goals; and reconcile particularindividual goals to particular organizational goals.
 2. The device ofclaim 1, wherein the program instructions to reconcile particularindividual goals to particular organizational goals include instructionswhich can execute to align particular individual goals with particularorganizational goals in order to achieve the particular organizationalgoals.
 3. The device of claim 1, wherein the particular individual goalscan include goals selected from the group of: increasing sales;increasing efficiency; and increasing morale.
 4. The device of claim 1,wherein the particular organizational goals can include goals selectedfrom the group of: increasing profitability; improving employeedevelopment and retention; and expanding market share.
 5. The device ofclaim 1, wherein the program instructions to reconcile particularindividual goals to particular organizational goals include instructionswhich can execute to: associate particular goals of an individual,group, and organization with an organization competency model in orderto identify performance goals; recommend particular tasks by integratinga human resource scoring capability in a scoring module with theorganization competency model; and make recommended tasks actionable byintegrating an organization specific, selectable configuration ofdevelopment content with the organization competency model.
 6. Thedevice of claim 5, wherein the action plan module includes programinstructions executable by the processor to: measure participantprogress toward performance goals in association with the organizationspecific, selectable configuration of development content; and presentfor review and distribution measured participant progress towardperformance goals, in conjunction with the organization specific,selectable configuration of development content.
 7. The device of claim5, further including a data collection module and a reporting modulewhich interact with the program instructions executable by the processorto automatically, online transfer information from the data collectionmodule to the scoring module and the reporting module without separatedata re-entry, wherein the reporting module is accessible via theInternet.
 8. The device of claim 5, further including an enrollmentmodule and a user definable module, and wherein the user definablemodule includes program instructions executable by the processor tocreate the organization competency model using an organization specificperspective set.
 9. The device of claim 8, wherein the organizationcompetency model can be configured to match different organizations'competency structures and terminology and can include competencycriteria selected from the group of: communication skills; leadershipskills; decision making skills; initiative skills; and people skills.10. The device of claim 9, wherein the program instructions can beexecuted by the processor to create a number of subsets to each of thecompetency criteria including subsets to the leadership skills selectedfrom the group of; achievement; dependability; teamwork; and intellect.11. The device of claim 8, wherein the organization specific perspectiveset includes a human resource perspective selected from the group of: asubordinate level employee; a peer level employee; a supervisor; and anexternal customer.
 12. The device of claim 1, further including aparticipant load module and wherein the participant load module includesinstructions which can be executed by the processor to: load a clientprovided file of personnel information in to the device; map clientprovided data into the device; update participant information from theclient provided file; match a participant list from the client providedfile to existing participants in the device including: allowing a systemuser to resolve any conflicts from matching the participant list to theexisting participants; and providing one or more resolution optionsbased on participant history; and provide a summary view of registeredparticipants for confirmation.
 13. A system for resource planning,comprising: a server including an application interface and access to adata store having one or more client files containing human resourceinformation, wherein the server includes: a data collection module; areporting module; an online scoring module; a user definable module topermit an organization specific, selectable configuration of humanresource content, wherein the user definable module includesinstructions which can be executed by the server to: load anorganization specific competency model; and modify the competency model;and a participant load module.
 14. The system of claim 13, wherein theuser definable module includes instructions that can be executed to: usethe data collection module to determine whether one or more responses ofa particular participant tend to conform to a trend; and prompt theparticipant to respond to additional assessment content if one or moreresponses of the participant tend to conform to the trend, wherein atrend includes consistent responses of a particular participant tospecific assessment content.
 15. The system of claim 13, wherein theuser definable module includes instructions that can be executed tobuild an assessment for a selectable population, including populationsselected from the group of: an internal hire; an external hire; anexecutive; a manager; and a subordinate level employee; and wherein acomparison of responses to the assessment can be made among a selectablepopulation.
 16. The system of claim 13, wherein the competency modelincludes a list of competency criteria, and wherein the user definablemodule includes instructions that can be executed to modify the listincluding instructions to add a new competency criteria to the list, andwherein the new criteria can be added to the list of more than onecompetency model and can be used in comparing the competency models. 17.The system of claim 16, wherein the new competency criteria is a rolespecific criteria and is added to the list of more than one rolespecific competency model, wherein the role specific models include rolespecific models selected from the group of: executives; upper levelmanagers; low level managers; and subordinate level employees; andwherein comparing the role specific models can be used for successionplanning.
 18. The system of claim 13, wherein the system includes adefined set of business rule instructions which can be executed by theprocessor in conjunction with instructions on the modules to: query thesystem to show assessment scores for a selected population; query thesystem to show assessment scores at configurable levels includingshowing raw scores and summarizing scores according to the organizationspecific, selectable configuration; manage permissions regulating who inan organization can see what scores; provide multiple views of scoresincluding scores for individuals and scores for groups of individuals;and permit an authorized user to drill down through levels of scores.19. The system of claim 13, wherein the reporting module is accessiblevia the Internet and includes instructions which can be executed by theprocessor to: allow participants to request feedback reports uponentering a particular number of responses; in conjunction with theorganization specific, selectable configuration, establish theparticular number of responses; allow defined users to request reportsfor selected participants and groups of participants; upon reportrequest, automatically queue up reports for production; and when runningqueued reports, automatically extract relevant data for reports based onconfigurable report data rules, wherein relevant data can come frommultiple assessments from multiple time periods.
 20. A method forresource planning, comprising: providing a system having a configurationmodule including logic to: facilitate an action plan module; permit,within a user definable module, an organization specific, selectableconfiguration of human resource content; and coordinate a scoring moduleand a reporting module, wherein the scoring module and the reportingmodule interact with the user definable module to allow an organizationto self author content and for the self authored content to beimplemented with the scoring and reporting modules.
 21. The method ofclaim 20, wherein the configuration module includes logic to: loadparticipant information to the system from a particular organization'senterprise database without separate data re-entry; in conjunction withthe organization specific, selectable configuration, electronicallydistribute human resource assessments based on participant informationand according to business rules established in the configuration module;and track participant responses to the assessments.
 22. The method ofclaim 20, the wherein the method includes automatically transferringdata from a data collection module to the scoring module and thereporting module without separate data re-entry.
 23. The method of claim22, wherein the method includes loading an organization specificcompetency model, wherein the competency model consists of a list ofcompetency criteria.
 24. The method of claim 23, wherein the methodincludes creating a new competency criteria within the user definablemodule and integrating the new competency criteria into the organizationspecific competency model for implementation by the scoring module andreporting module.
 25. The method of claim 24, wherein loading anorganization specific competency model includes loading a role specificmodel corresponding to a selectable predetermined response by aparticipant to an assessment, wherein the selectable predeterminedresponse includes responses selected from the group of: an executive; amanager; and an entry level employee; and wherein the selectablepredetermined response corresponds to a role of the participant.
 26. Themethod of claim 25, wherein the method includes adding the newcompetency criteria to the role specific competency model forimplementation by the data collection module, the scoring module, andthe reporting module.
 27. The method of claim 26, wherein the methodincludes adding the new competency criteria to more than one rolespecific competency model, and wherein implementation by the datacollection module, the scoring module, and the reporting module allowsan organization to compare the role specific competency models.
 28. Themethod of claim 20, wherein the method includes facilitating an actionplan module to: identify particular individual goals; identifyparticular organizational goals; and reconcile particular individualgoals to particular organizational goals.